Slate Magazine (blog) Capturing Lovers on the Streets of New York Slate Magazine (blog) In three decades as a street photographer in New York, Matt Weber has seen it all: homelessness, violence, the daily strangeness that gives the city its...

Disruption is an interesting topic for the same reason that cowboys, gangsters, and villains are interesting. It’s unpredictable. Problematic. Against the grain.

It’s kind of aging as a buzzword in the “education space,” but it’s other-worldly powerful, and there are few things education needs more. How exactly it produces change is less clear, but I thought I’d create a model to think about.

Deloitte's Global Human Capital Trends survey – one of the largest talent management surveys of its kind – reveals that a majority of organizations surveyed are not prepared to deal with the trends that are reshaping the workforce. These global trends demand change, investment, and focus: here's your roadmap for the coming year.

The 2014 trends are grouped into three categories:

Lead and develop

Leaders at all levels: Close the gap between hype and readinessCorporate learning redefined: Prepare for a revolutionPerformance management is broken: Replace "rank and yank" with coaching and developmentThe quest for workforce capability: Create a global skills supply chain

Attract and engage

Talent acquisition revisited: Deploy new approaches for the new battlefieldBeyond retention: Build passion and purposeFrom diversity to inclusion: Move from compliance to diversity as a business strategyThe overwhelmed employee: Simplify the work environment

Transform and reinvent

The reskilled HR team: Transform HR professionals into skilled business consultantsTalent analytics in practice: Go from talking to delivering on big dataRace to the cloud: Integrate talent, HR, and business technologiesThe global and local HR function: Balance scale and agility
Via Vicki Kossoff @ The Learning Factor

The Human Dimension addresses three main concerns. First, the talent developed during the conflicts in Iraq and Afghanistan is bleeding out of the force. If troop cuts are inevitable, then we should downsize the right people and train others to fill the void. Second, building adaptive leaders requires smarter training and education. This goes beyond current practices and focuses more on individual cognitive ability. Third, leader education must evolve to produce innovative leaders.

I was at a conference with 50 or so chief learning officers last week and we had a number of discussions about leadership.

Despite the fact that there are thousands of models, consultants, books, and assessments for leadership, this group hardly agreed on anything.

We did agree that leadership development is a critically important challenge, and we also agreed that most leadership development programs are too fragmented and not focused enough on the company's specific, current business strategy.

That is, most leadership development and coaching focuses on "rounding out edges," helping leaders identify their "towering strengths" and both leveraging them while identifying our derailers or blind spots.

Richard Jones was in the process of buying a home when he encountered a situation that people who are heterosexual do not often have to go through. When Jones was purchasing a home with his partner, they could not be listed as such because it was not in the system, so they went from being partners in person, to “roommates” on paper. Jones, who is communication studies professor, presented on the discourse of heteronormative practices along with Linda Scholz, also a communication studies professor, during a workshop called “Speaking the Language of Diversity and Inclusion” Monday evening. This discussion was also part of the Making Excellence Inclusive initiative to help diversify and bring an inclusive environment and dialogue to Eastern’s campus. A heteronormative practice is the perception of heterosexism in mainstream being seen as the norm while ignoring practices or lifestyles identified with people who are LGBT, according to the presentation. “It’s kind of like the coming-out process all over again,” Jones said. Jones said a way to combat situations like this is to never assume. He said an example of this was when word of he and his partner buying a home spread around his job, the assumption was that Jones’ partner was buying a home with his wife and not another man. “Apparently I’m the wife,” Jones said. Those assumptions exemplify what Jones and Scholz classify as the dominant and non-dominant groups in society. Those who enjoy status in the dominant group are able to have more cultural and socializing power, as well as getting to set the status quo for what is perceived as “normal.” People who operate under the social constructs of the non-dominant group are less privileged both economically and socially than others. Scholz used the example of racial assumptions, mentioning how more police are at social gatherings for African-Americans on campus because of the notion that they are more violent. Racial assumptions and how they impact people are what lead into Scholz mention the notion of “whiteness” and white privilege. “White experiences are the ones that are centralized,” Scholz said. White identity is universally seen as the standard that produces a “color blind” logic as well as discriminatory hiring. Scholz said when a white faculty or staff member walks around the Eastern community, they have to navigate differently than those who are African-American. However, that does not mean white people cannot challenge and will not speak on issues dealing with racism, nor does that mean African-Americans cannot perpetuate racism and whiteness. The workshop also mentioned several other languages dealing with diversity and inclusion. Jones said one recent popular term is misogyny, which is the hatred of women or an act of slut shaming. He said it is one of the issues that happens jokingly between people, but also casually ignored.

Lifestyle: the language diversity in Africa is spreading into different regions. Language is the prime resource of connectiOns. Losing a language in your country is like losing all your money in the bank.

Great article about things Happy people choose to ignore. If your doing the right thing - these tips will help keep you positive, and moving in the right direction. #1 is probably the most significant point to me in regards to the above comment. HOW not WHAT.

When I decided to study women’s leadership, I needed to interview women leaders. To do this, I had to design a way to determine what gives a woman her unique leadership ability. When I contacted women leaders and asked them about their leadership skills, many couldn’t find a way to identify exactly what it was that gave her the ability to be a leader.So I decided to take a different approach. I decided to ask the women to tell me their stories. Having the chance to talk about leadership stories was the key to finding the lessons from women leaders.The lessons were in the story.

It’s impossible to respect, value and admire great leadership if you can’t identify what makes a leader great. Because of this, the identity crisis I have written about that exists in today’s workplace is something that women leaders in particular have been facing for much too long. While the tide is changing and more women are being elevated into leadership roles, there is still much work to do. As of July 2013, there were only 19 female elected presidents and prime ministers in power around

Studies show that women are being better rated as leaders, attracting more venture capital and becoming the face of the healthcare industry. If these trends continue, the writing is on the wall. Women will lead U.S. business in major ways.

This post, written by Jeff Swystun, is a great discussion about how storytelling is changing branding and marketing. What I really like is his thorough treatment of the topic that totally makes sense for anyone in marketing.

Swystun lists 3 ways storytelling is changing branding:

It's not about telling

It's organic

Stories don't end

#3 I'm not so keen about. I think a better way to view storytelling in branding is in terms of story cycles instead of stories that never end. The concept of story cycles will give marketers/branders much more control over their work. Why? Because eventually you need to bring closure to your audience or they will just end up frustrated and turned off.

Serial storytelling in branding is fabulous (think of the Folgers commercials where we waited for the next installment of the story). But the storyline did eventually end. The company went on then to create other stories in their ads.

There is way more to this article than just the 3 points above. There is history shared and examples given. Swystun writes an entire section on narratives moving people to action -- and how most storied ads don't. His examples show us a better way.

Anybody who has ever watched interviews with managers or coaches of professional sports teams will have heard plenty of discussion of the need for leaders throughout the team. The same thinking is also increasingly a preoccupation of business people. Indeed, the need for “leaders at all levels” is one of [...]

Excellent discussion of leadership theory. The key is there is no singular answer for every situation however the more you know about each the better hybrid you can adapt and engage from for yourself. Well worth listening to and digesting.

The best results from coaching come when WE take risks with our clients, when we PUSH the edges of what we might normally ask or say. Of course our clients must do the work and challenge themselves to grow. But it’s also when WE step out of OUR comfort zones as coaches that magic happens. So, stop playing it safe, try one of these coaching ideas and see your coaching break through to the next level!

Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.

Integrating your curated content to your website or blog will allow you to increase your website visitors’ engagement, boost SEO and acquire new visitors. By redirecting your social media traffic to your website, Scoop.it will also help you generate more qualified traffic and leads from your curation work.

Distributing your curated content through a newsletter is a great way to nurture and engage your email subscribers will developing your traffic and visibility.
Creating engaging newsletters with your curated content is really easy.